Free, and nothing changes on this page. Your estimate now, then three short follow-ups over the next week, and we stop. Unsubscribe in one click.
Everything is unlocked. Change one figure and run it again as often as you like. Nothing is deducted, nothing counts down, and none of it expires.
Underpaid? A court can only reach back six years, and that window moves every day.
Your pay slip shows what you got. It never shows what the award says you should have got for the same hours: the rate for your level, the evening extra, the Saturday rate, the public holiday rate. Nobody has to put those two numbers side by side, so the gap can grow for years and nobody notices.
A lawyer's fixed fee for a simple claim starts around $2,500. A payroll audit for a small business costs $5,000 to $15,000. This calculator does the maths in about three minutes. It checks every week at the award rate that applied that week, shows the working, and marks which money a court can still reach.
A rough guide: a casual on the lowest pay level, 38 hours a week. The full calculator uses your own level, roster and dates.
Sound familiar?
Awards are hard to read. Each one has its own pay levels, its own penalty rates and its own overtime rules, and the pay rates in every one of them change each July.
It was a good rate when you agreed to it. But award minimums have gone up every July since, by 4.75% this year alone. A flat rate that nobody reviews falls a little further behind each year, and nobody ever decides that it should.
Your award depends on what the business does, not on what you do there. A bookkeeper in a pub is usually on the hospitality award. A cleaner hired by a cleaning company stays on the cleaning award wherever they are sent. Your pay slip does not have to name it.
Sometimes it does. But only when there is a written salary deal (an annualised wage arrangement) that caps the hours, records them, and gets checked against the award every twelve months. Most salaries people are told "cover it" do none of those things.
Six years, counted back from the day you file a claim, not from the day it started. So the answer changes every week, and nobody tells you when a month drops off. Unpaid super is different. It has no time limit at all.
Tell us the award, your pay level, your roster and what you were paid. We check every week at the rate that applied that week, add the super and the interest, and show what each way of getting it back can reach. No appointment, no lawyer, and we take no cut of anything you recover.
About three minutes, a few questions about your job, your hours and your pay. You will know roughly where you stand, and it costs nothing.
What it can cost
Both are on $82,000. Both work 50 rostered hours a week plus 8 hours of overtime, with twelve evening hours, a Saturday and five public holidays a year. One store put the salary deal in writing and checked it against the award every year. The other did not.
Both managers are made up. The maths is real. The General Retail Industry Award pay rates, penalty rates, overtime rules and yearly increases are all published, and both columns come from this calculator's own engine on the 1 July 2026 award rates, worked out to 1 October 2026. You can see the same example step by step on the scenarios page.
Your options
| Guess Hope the pay slip is right |
A lawyer Or a payroll consultant |
Award Back Pay This calculator |
|
|---|---|---|---|
| What it costs | Nothing now, maybe the whole claim later |
$2,500 to $15,000 | $19 |
| How long it takes | Months of wondering | Weeks, and an appointment | About 3 minutes |
| Every week checked at the rate that applied then | |||
| Every way to get the money back, costed | Usually one of them | ||
| Working shown, line by line | Usually not | ||
| Takes a cut of what you get back | Sometimes |
Key dates
Back pay runs on dates. One takes money off the far end of a claim, one changes the rates, and one made deliberate underpayment a crime. None of them sends you a letter.
Section 544 of the Fair Work Act counts six years back from the day a claim is filed, not from the day the underpayment started. So the oldest week drops out on its own, and nothing warns you. How the six year limit works.
The Fair Work Commission's yearly wage review starts from the first full pay period on or after 1 July. This year award minimums rose by - and the National Minimum Wage went to - an hour. A flat rate that does not go up with it falls behind from that first pay period. The super guarantee is -, and from 1 July 2026 it has to reach the fund within seven business days of payday rather than quarterly. These figures are the - schedule.
Section 327A of the Fair Work Act covers underpaying on purpose from that date. An honest mistake is not the crime, because intent has to be proved beyond reasonable doubt. But the civil penalties need no intent at all and reach $546,000 for a company that is not a small business. Interest on a claim runs at - a year, and the small claims cap is -.
Free check vs full report
The free check tells you roughly where you stand. The full report gives you the exact figure and shows how it was worked out, with charts, built on your own hours. Every line is visible, so you can check it or challenge it.
See a sample report, free. It follows a made-up bartender through three years. The open half is exactly what a customer sees, and you can ask the assistant two questions about it.
How it works
If you can read a pay slip, you can use this. Simple mode asks only the questions that matter most. Advanced mode adds allowances, annual leave, the super you were actually paid and any pay rise along the way.
The award, your pay level, your hours in a normal week, how many fall in the evening or on a weekend, and what you were paid. We never ask for your employer's name, your tax file number or your bank details. Nothing you would not say out loud in a lunch room.
Your pay level's minimum rate, every penalty rate your roster hits, and a rough range for the whole period with super and interest. Enough to know if there is anything here at all.
$19 opens the full report: every week checked, every year at its own rate, all five ways to get it back ranked, the records to ask for and the top penalties. PDF included, ready to print or hand over.
Pay rates from the Fair Work Ombudsman's published award pages, the Annual Wage Review decisions for every year since 2020, and the Fair Work Act for the rules on getting it back.
Nothing is hidden. Every percentage in the report is one line of the award, and you can check the whole week by hand in about ten minutes.
We are not licensed to give legal or industrial relations advice, and we do not. The maths is the part almost everybody is missing, not the opinion.
If the calculator cannot properly model your situation, or something goes wrong, tell us within 14 days and we will refund you. No forms, no argument.
Included with the report
Every report comes with an assistant that has read your report: your award, your roster, your figures. It answers questions about it in plain English. It is not a search box or a help page. It knows what your report says because it has been given it.
An example of the kind of answer it gives, on the sample report's figures.
Price
Pay once. No expiry, nothing to renew, and we never keep your card. A lawyer's fixed fee starts around $2,500. This opens the whole report and lets you redo the sums as often as you like: a second job, a different pay level, or the roster before and after it changed.
Prices in Australian dollars. Paid securely through PayPal, by card or PayPal balance, no account needed. See a sample report before you decide.
Back pay FAQ
Up to six years. Section 544 of the Fair Work Act stops a court ordering back pay for an underpayment that happened more than six years before the day a claim is filed, and that window moves forward every day. Unpaid super is the exception. The super guarantee charge has no time limit, so super can be chased through the tax office for periods the wage claim can no longer reach.
Compare what you were paid with what your award required for the same hours. Almost every underpayment is one of six things: the wrong award, the wrong pay level, missing penalty rates, unpaid overtime, missing allowances or short super. You can check all six from a pay slip and a roster in about twenty minutes, or get a free estimate from this calculator in about three.
Only sometimes. A salary covers penalty rates and overtime only under a written annualised wage arrangement that meets the award's rules, and only up to the outer limits written into it. Start and finish times must be recorded, the salary must be checked against the award every twelve months, and hours past the limits are paid on top. A salary can clear the yearly total and still fall short in single weeks.
Yes, very often. The award minimum is only the floor for an ordinary weekday hour. A Saturday hour is 125% to 150% of it, a Sunday 150% to 200%, and a public holiday 225% to 250%. A flat rate that beats the weekday minimum by a dollar can still be well short on those days, which is why this calculator asks about your roster and not just your rate.
Your award depends on what the business does, not on your job title. A bookkeeper in a pub is usually on the hospitality award, and a cleaner hired by a cleaning company stays on the cleaning award wherever they are sent. A small number of awards, such as the clerks award, follow the job instead, and a registered enterprise agreement replaces the award for the staff it covers.
The casual loading is 25% on top of the award rate for your pay level. It is paid instead of paid annual leave, paid personal leave, notice and redundancy pay, not as a bonus. On most awards it is already built into the casual penalty rates, so a casual Saturday in retail is 150% of the base rate, not 175%.
Yes. Super is a percentage of ordinary time earnings, so pay that was too low made the super too low as well. The super guarantee is 12% now and was lower in earlier years. Super that is unpaid or late becomes the super guarantee charge, which is pursued through the tax office and has no time limit, unlike the six year limit on wage claims.
Yes, if a court orders it. A court may add interest at the Reserve Bank cash rate plus 4 percentage points, which is 8.35% a year for the half year from 1 July 2026. It is simple interest, not compound, it runs from each pay period that was short, and only a court can award it.
$100,000. The small claims procedure under section 548 of the Fair Work Act cannot award more than that, however large the claim is. The filing fee is $310 to $585 depending on the size of the claim, there are no hearing fees, the court is not bound by the rules of evidence, and lawyers can only take part with the court's permission.
It depends on your hours and your award, which is why this calculator asks for both instead of quoting an average. The size mostly comes from how many hours should have had a penalty rate. Weekday-only work paid a little under the rate gives a small figure. Evening, weekend and public holiday hours paid at one flat rate give a large one. The free check uses the 1 July 2026 award rates.
Yes, when it is done on purpose. Intentional underpayment is a crime for conduct on or after 1 January 2025, under section 327A of the Fair Work Act. A company faces a fine of three times the underpayment or $9,100,000, whichever is more, and a person up to 10 years in jail. An honest mistake is not the crime, but civil penalties need no intent and reach $546,000 for a company that is not a small business.
No. This is an information service. It applies the published award rates to the hours you enter and shows every step. It ranks the ways of getting money back on one stated measure, the most each can reach on your own figures, and does not recommend one. Whether a claim is worth making, and what a court would actually order, are outside that measure.
No. There is one price, $19, paid once. We are not a claims firm, we do not act for anybody, we take no percentage of anything you recover, and we have no arrangement with any lawyer or claims service. What you get is the maths and the working behind it, so you can check every line yourself.
Not from us. We never ask who your employer is, so there is nothing to find out. The calculator asks for an award, a pay level, a roster and a rate, and none of those identifies anybody. The name you can put on the report cover is optional and is used only to print it there. Separately, taking adverse action against someone for asking about their pay is unlawful under Part 3-1 of the Fair Work Act.
The six years count back from the day a claim is filed. Not from the day the underpayment started, the day you found out, or the day you asked. Once an underpayment is more than six years old, a court can no longer order it paid, and every week after that another week drops off. Three minutes now costs nothing.
No card. No sign up. Your answer on the next screen.
Don't know your award? That's fine. You pick it by the industry you work in.
A pay calculator tells you this week's rate. This one rebuilds every week of the last six years, including penalty rates, overtime, allowances and super, and shows what each way of getting the money back can actually reach.
Award rates as at -, indexed back through every annual wage review since 2020.
Your estimate
That is wages, super and interest on the hours you entered, worked out on your own figures.
This email becomes your login. It can be different from your PayPal email.
And you can ask it questions. Your report comes with an assistant that has read it and explains any figure in plain English, if you want it. It is given the amounts on your report, never your name or your email, and the conversation stays in your browser.
One email with your estimate, the award and the pay level it was worked out against, and a link straight back to this result. Nothing has to be decided today. Just remember the six year window keeps moving while you think.
Your estimate now, then three short follow-ups over the next week, and we stop. Unsubscribe in one click. We never sell your address.
One payment. The six year window is still moving.
Your own award, your own pay level, your own roster. Every week checked at the rate that applied that week, with super and interest added. You see what a court can still reach, what is already too old, and all five ways to get it back, ranked on what each would leave you. One payment, nothing renews, and we take no share of anything you recover.
Yes, it is included, and using it is entirely your choice. It sits behind one button on your report and does nothing until you press it. Nothing in the report is held back if you never open it.
When you do ask it something, what it receives is the figures on your report: hours, rates and amounts. Not your name, not your email address, not your account, not your employer's name, and never a tax file number or bank detail. We do not hold those in the first place. The name you can put on the report cover is optional and is not part of what it is given. The conversation stays in your browser tab and is gone when you close it. We record that a question was asked, never what it said.
Section 5 of the privacy policy sets out exactly what does and does not travel, including who processes it.
No. You pay once and the access is yours. There is no subscription and nothing renews. PayPal handles the payment, so we never even see your card number.
Then you have that in writing, worked out against the published rates for your own roster, and you can stop wondering. But the free check already tells you if the pay meets the award on the figures you entered, so you will know before you pay.
If the calculator cannot properly model your situation (the wrong award, an enterprise agreement it could not price, something it did not ask about), or something goes wrong, tell us within 14 days and we will refund you. No forms, no argument.
Award Back Pay provides information, not legal or financial advice. We are not licensed to give legal, workplace relations or personal financial advice, and we never tell you which option to pick. We apply the published rules to the figures you enter and show you what they produce, with all the working visible. What is actually owed depends on the award or agreement that covers the job, the pay level the duties fit, and, if anything is disputed, a court. You can confirm your award and pay level with the Fair Work Ombudsman on 13 13 94. Unpaid super is handled by the ATO.
Pay once. Your full report opens the moment the payment clears, and the receipt and a link back to it arrive by email.
Your login and receipt go to this address. It can be different from your PayPal email.
Underpayment examples
A bartender, a fast food supervisor, a store manager, a cleaner, a home care worker, a security officer, a nurse, two businesses and two people who turned out to be fine. None of them is a real person. Every figure beside them is worked out live on this page by the same engine the paid report uses, against the published award rates, so every number can be checked.
Every penalty rate in an award is a percentage of the minimum for your pay level. A Saturday hour is 125% to 150% of it, a Sunday 150% to 200%, a public holiday 225% to 250%. So a flat rate that clears the minimum by a dollar is a dollar above the floor and a long way below the weekend.
Award minimums rise from the first full pay period on or after 1 July, every year, by whatever the Fair Work Commission decides. A rate agreed four years ago has been overtaken four times, and nobody has to write and say so.
Not from the day it started and not from the day it was noticed. The window rolls forward one day every day, so the oldest week leaves it on its own. Unpaid super is the exception and has no limit at all.
Everything below is those three facts in dollars, for eleven different rosters. Worked out on the current schedule.
Your own figure turns on four things: which award covers the work, which pay level your duties fall into, how many of your hours land on evenings, weekends or public holidays, and how long it has been going on. Change any one and the answer can move a long way.
Every lawful way Nadia could get this money back, and what each one would leave her with. They are ranked on one thing only: what each way leaves her after its fee (wages, super and interest, capped where the law caps it, minus the filing fee). Nothing here is a recommendation. The top two both reach $20,725 and differ only by the fee. On a smaller claim, that fee can change the order.
Three figures. The rest of the report shows where they come from.
How it is worked out. The Level 1 award minimum is applied to her thirty hours a week, with every penalty rate her roster triggers, week by week for three years, at the rate for each of those weeks. What she was paid ($30.04 an hour) is taken off. Super is added on the missing pay, and interest at 8.35% a year.
What it is not. It is an estimate from figures entered on a form, not a ruling. The real amount depends on which award covers the job, which pay level the duties fit, and the pay records.
Nadia's normal week priced twice: at the award rates on 1 October 2026, and at what she is actually paid. Every percentage is one line of the award, so you can check the whole table by hand. This week is $178.58 short; the $108.65 above is lower because it averages in the earlier years, when award rates were lower.
| Type of hours | Hours | Award % | Award rate an hour | Paid an hour | Short |
|---|---|---|---|---|---|
| Ordinary hours | 10 | 125% | $33.05 | $30.04 | $30.10 |
| Evening and night | 12 | 125% | $36.00 | $30.04 | $71.52 |
| Saturday | 8 | 150% | $39.66 | $30.04 | $76.96 |
| Public holiday shift (per shift, 3 a year, not part of the week) | 8 | 250% | $66.10 | $30.04 | $288.48 |
| The week | $1,079.78 | $901.20 | $178.58 |
Award rates go up every July. Nadia's pay did not. So a week in 2026-27 is about $179 short, against about $65 a week in 2023-24, without anyone changing anything. The first and last years are part years.
| Financial year | Award base rate | Super rate | Award required | Actually paid | Wages short | Super short |
|---|---|---|---|---|---|---|
| 2023-24 | $23.23 | 11% | $37,455 | $34,967 | $2,488 | $274 |
| 2024-25 | $24.10 | 11.5% | $52,644 | $47,583 | $5,061 | $582 |
| 2025-26 | $24.94 | 12% | $54,484 | $47,583 | $6,900 | $828 |
| 2026-27 | $26.44 | 12% | $15,117 | $12,617 | $2,500 | $300 |
A back pay claim is not only wages. Super and interest together are 18% of this one.
The interest rate is the court's, not ours. The Federal Court sets it at the Reserve Bank cash rate plus 4 points. It runs from the week each amount should have been paid. It is simple interest, not compound, and only a court can award it. That is one of the differences between the ways in section 01.
Section 544 of the Fair Work Act counts six years back from the day a claim is filed, not from the day the underpayment started. Nadia started three years ago, so all of it is still within the limit. That will not last forever.
On a longer job this section matters most. Someone whose job ended four years ago, after five years, has already lost a year of wages to the limit, and it does not come back. Your own report shows the line year by year, and how much passes the limit in the next twelve months.
Everything above is real arithmetic on an invented employee. Run yours and this half opens on your own award, your own pay level and your own roster.
And you can ask it questions. Every report comes with an assistant that has read your report and explains any figure in it in plain English. Using it is entirely your choice, it does nothing until you press the button, and it is given the hours and amounts on your report and never your name, your email, your account or your employer's name.
That is somebody else's roster. Yours takes about three minutes and costs nothing.
The link may have been used already. If you still get emails, contact us and we will stop them.
Award pay guides
Written for the person holding the pay slip rather than for the person who wrote the award. Plain English, this year's rates, and the arithmetic shown every time. The official page tells you what the rule is. These show you what it comes to in dollars.
Reading helps. Seeing your own figure, worked out on your own hours, helps more.
Working out the figure
A court may add pre-judgment interest to an underpayment, at the Reserve Bank cash rate plus four points. On a six year claim it is a meaningful part of the total - and only a court can award it.
By default it is the Reserve Bank cash rate plus 4 percentage points, which comes to 8.35% for the half year from 1 July 2026. Section 51A of the Federal Court of Australia Act allows the court to include interest in a judgment for the period between the cause of action arising and the judgment. The rate is not fixed by statute: the court's Interest on Judgments Practice Note sets a default of the Reserve Bank cash rate last published before the relevant half year, plus 4 percentage points, applied over the periods 1 January to 30 June and 1 July to 31 December.
With the cash rate at 4.35% for the half year beginning 1 July 2026, the default pre-judgment rate is 8.35%. State and territory courts have their own equivalents, and the Federal Circuit and Family Court applies the same practice note approach in general federal law matters.
Interest compensates for being kept out of money. The money in an underpayment claim was not kept out all at once - it was kept out in instalments, one pay period at a time, over years. So interest runs on each amount from the day that amount should have been paid.
Interest = each period's shortfall × the rate × the years since it was due
The practical effect is that the oldest money carries the most interest. On a six year claim the first year's shortfall has been outstanding for roughly six years and carries about half its own value again at 8.35% simple, while the most recent month carries almost nothing.
Pre-judgment interest under the practice note is simple interest. It does not compound, which matters more than it sounds on a long claim: at 8.35% compounding, six years would add about 62% to an amount outstanding for the whole period; simple, it adds about 50%.
This calculator uses simple interest for that reason. It is the conservative figure and it is the one a court would start from.
| Route | Interest? |
|---|---|
| Asking the employer directly | Only if the employer agrees to pay it. Rare |
| Fair Work Ombudsman request for assistance | No. It recovers the wages and the super |
| Compliance notice | No |
| Small claims proceeding, section 548 | Yes, within the $100,000 cap |
| Ordinary court proceeding | Yes, uncapped |
| Super guarantee charge through the ATO | A different interest again: 10% nominal, into the fund |
That table is one of the reasons the report prices five routes rather than describing one. On a claim where interest is a fifth of the total, the difference between a route that can award it and a route that cannot is not a detail.
Section 51A says the court shall include interest unless good cause is shown to the contrary, which is a strong default rather than a certainty. Delay by the applicant, a period during which the amount was genuinely in dispute, or a partial payment along the way can all reduce it.
So the interest figure in the report is what the practice note rate produces on the figures entered. It is not a prediction of what a court would order, and it is shown as its own line rather than buried in the total for exactly that reason.
Unpaid superannuation carries interest of its own, and it works differently. The super guarantee charge includes nominal interest at 10% a year, running from the first day of the quarter rather than from the due date, and it is paid into the employee's superannuation fund rather than to them directly.
It is also not discretionary. Where the charge applies, the interest applies, and no court has to be persuaded of anything. See superannuation on back pay.
From the week each amount was due to today, at the practice note rate, and shown separately from the wages and the super.
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About Award Back Pay
Somebody hands you a pay slip and asks whether it is right. It shows a rate, a number of hours and a total, and there is nothing on it to check any of those against. The award that decides the answer is a long instrument written for administrators, its rates changed on the first full pay period of every July, and the version that mattered in 2022 is not the version published today. Meanwhile a limitation period is running that nobody has mentioned, and it is measured backwards from a day that has not happened yet.
None of it is secret. Every modern award is published in full by the Fair Work Ombudsman, every Annual Wage Review decision is published by the Fair Work Commission, the superannuation guarantee percentages are in the Superannuation Guarantee (Administration) Act 1992, and the recovery rules are sections 544, 545, 546, 548 and 557C of the Fair Work Act 2009. What almost nobody has is the arithmetic that joins them up: one classification rate, seven annual increases, five penalty bands, two overtime steps and three hundred weeks, all at once.
Award Back Pay does one thing: it applies those published rules to your figures and shows you, in full, what they produce. Every week rebuilt at the rate that applied in that week, every penalty band priced separately, superannuation and interest added, the six year line drawn, and every route the money could be recovered through put in order on one stated measure, with the working visible so you can check it, argue with it, or take it to somebody who can.
We do not tell you what to do. We are not licensed to give legal advice, and the maths is the part most people are missing, not the opinion. An employment lawyer charges $220 to $850 an hour, and a payroll audit costs $5,000 to $15,000. Here is who else can help, if you want advice as well. We take no share of anything anybody recovers and we have no arrangement with any lawyer or claims service.
Short version: we hold as little as we can, we never ask for the identifiers that matter most, and the calculation runs on your own device. The long version is below, because you are entitled to it.
This policy explains how XTO Pty. Ltd. (we, us, our) collects, holds, uses and discloses personal information, and how you can access, correct or complain about it. We handle personal information in accordance with the Privacy Act 1988 (Cth) and the Australian Privacy Principles (APPs).
It applies to calculatedchoices.com.au and to every email we send you. It does not apply to any third party site we link to.
We do not ask for, and you should never send us, your Medicare number, tax file number, tax file number, bank account number or myGov details, bank account details or card number. The calculator does not need them. If you send one to us anyway we will delete it rather than store it.
We do not collect sensitive information as defined in the Privacy Act - health information, racial or ethnic origin, political or religious beliefs, sexual orientation, or criminal record. Where the calculator asks about care needs it asks about funding categories, never about a medical condition.
Information you give us
Information collected automatically
In your browser, on your device. The figures you type into the calculator are processed locally to produce your result. They are transmitted to us only if you choose to save a scenario to your account. If you never save one, we never receive them.
Two exceptions, and both are things you have to choose to do:
A paid report comes with an optional assistant you can ask questions about your own figures. It is the one part of this site that sends anything to a third party, so it is set out here in full.
It is entirely your choice, and it does nothing until you use it. Nothing is sent anywhere unless you open the assistant and ask a question. If you never open it, this section does not apply to you at all, and the rest of the report works exactly the same.
What is sent when you do ask
What is not sent
What travels is a set of amounts and categories. On its own it does not identify anybody, and we do not send anything alongside it that would.
Who processes it
The request is answered by Google's Gemini API, which processes it outside Australia - see sections 10 and 11. We do not train any model on your figures and we have no arrangement permitting anyone to do so; what Google does with data sent to its API is governed by its own terms, which we do not control.
How long it is kept
Because the assistant is optional, you can have the entire paid report without any of the above ever happening. Nothing in the report is withheld from somebody who never opens it.
We use the following, and nothing else:
You can clear or block these through your browser at any time. Clearing them will sign you out and reset your preferences; the site will otherwise work normally.
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Some of these providers store or process data outside Australia, principally in the United States (Google, PayPal) and, depending on our email provider, in other countries. By using the site you acknowledge that we take reasonable steps to ensure overseas recipients handle your information consistently with the APPs, but that we cannot control and are not accountable for how an overseas recipient handles it once disclosed, and that you may not be able to seek redress in that jurisdiction.
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If a data breach occurs that is likely to result in serious harm, we will notify you and the Office of the Australian Information Commissioner as required by the Notifiable Data Breaches scheme.
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If you are not satisfied with our response, you may complain to the Office of the Australian Information Commissioner: oaic.gov.au, 1300 363 992, or GPO Box 5288, Sydney NSW 2001.
The site is intended for employees checking their pay and employers checking their payroll. It is not directed at children and we do not knowingly collect personal information from anyone under 18.
We may update this policy. The effective date at the top changes when we do. Where a change is material we will tell you by email or by notice on the site before it takes effect. Continuing to use the site after that means you accept the updated policy.
Privacy Officer
XTO Pty. Ltd. (ACN [ACN NOT SET])
Level 1, 457 Elizabeth Street, Surry Hills NSW 2010
support@calculatedchoices.com.au
Plain English, because the whole point is that you understand it. Section 6 is the one that matters most - please read it before you rely on anything here.
By using calculatedchoices.com.au (the site) or buying a pass you agree to these terms. If you do not agree, do not use the site. In these terms we, us and our mean XTO Pty. Ltd.; you means the person using the site or, where you use it on behalf of another person or an entity, both you and that person or entity.
You must be at least 18 and legally able to enter a contract. The site is intended for use in Australia and applies Australian law and the published modern award rates and the Fair Work Act only. If you use it from outside Australia you do so on your own initiative and are responsible for local compliance.
Award Back Pay is an information and calculation service. It applies the published modern award rates and the Fair Work Act to figures you supply and reports what those rules produce, showing its workings and naming the fee schedule used.
It is not financial product advice, personal advice, legal advice, tax advice, accounting advice or legal or industrial relations advice, and it is not a recommendation to acquire, dispose of or deal in any financial product.
You should obtain independent, licensed advice before acting. Any decision you make is yours.
We take considerable care to keep the rates current and the formulas right, and every report prints the schedule it was built on. Even so:
Always confirm before you act.
You acknowledge and agree that you are solely responsible for evaluating the output, for verifying it against official sources, for obtaining independent professional advice, and for every decision you make or do not make. We are not your adviser and no fiduciary or advisory relationship arises from your use of the site.
You are responsible for keeping your password confidential and for everything done under your account. Tell us immediately at support@calculatedchoices.com.au if you suspect unauthorised use. We may suspend or close an account we reasonably believe is being used in breach of these terms.
A report you export as a PDF or otherwise save remains yours to keep and to show to family, an adviser or an employer. That licence is personal and non‑commercial. It does not permit republication, resale, or use as part of a product or service you provide to others.
Our promise: if the calculator cannot properly model your circumstances, or something has gone wrong, write to us within 14 days of purchase and we will refund the pass. No form and no argument. We would rather refund you than have you rely on a number that does not fit.
This is a voluntary commercial guarantee offered in addition to, and it does not limit, your rights under the Australian Consumer Law. Refunds are made to the original payment method within five business days of us accepting the request.
You must not:
All content, code, calculation methodology, report design, text and branding on the site is owned by us or licensed to us and is protected by copyright and other laws. Legislated rates and government data are not owned by anyone; our expression, arrangement and implementation of them is. Nothing in these terms transfers ownership to you.
We aim to keep the site available but do not guarantee it will be uninterrupted, timely, secure or error free. We may modify, suspend or discontinue any part of it, and may perform maintenance, at any time. If we permanently discontinue the service while your pass is running, we will refund the unused portion.
The site relies on third party services including PayPal, Google and our hosting and email providers, and links to third party sites and government resources. We are not responsible for those services or sites, their availability, their content or their terms.
Our goods and services come with guarantees that cannot be excluded under the Australian Consumer Law. For major failures with the service, you are entitled to cancel your service contract with us and to a refund for the unused portion, or to compensation for its reduced value. You are also entitled to be compensated for any other reasonably foreseeable loss or damage. If the failure does not amount to a major failure, you are entitled to have problems with the service rectified in a reasonable time and, if this is not done, to cancel your contract and obtain a refund for the unused portion of the contract.
Nothing in these terms excludes, restricts or modifies any consumer guarantee, right or remedy conferred by the Australian Consumer Law or any other law which cannot lawfully be excluded, restricted or modified. If any part of these terms would do so, that part does not apply.
Subject always to section 15, and to the maximum extent permitted by law:
You agree that this allocation of risk is reasonable given the price of the service and that the service is information rather than advice.
Our liability is reduced to the extent your loss is caused or contributed to by you, including by entering incorrect figures, by failing to verify output against official sources, or by failing to obtain independent advice.
To the maximum extent permitted by law, you indemnify us against any claim, loss, liability, cost or expense (including reasonable legal costs) arising from your breach of these terms, your misuse of the site, or your provision of the site's output to a third party who relies on it. This does not apply to the extent the claim arises from our own breach, negligence or wilful misconduct.
You may stop using the site at any time. We may suspend or terminate your access immediately if you breach these terms. Sections 4, 5, 6, 9, 12, 15, 16, 17, 19 and 20 survive termination.
Our Privacy Policy forms part of these terms and explains how we handle personal information.
These terms are governed by the laws of New South Wales, Australia. You and we submit to the non‑exclusive jurisdiction of the courts of New South Wales and the courts entitled to hear appeals from them.
XTO Pty. Ltd. (ACN [ACN NOT SET])
Level 1, 457 Elizabeth Street, Surry Hills NSW 2010
support@calculatedchoices.com.au